Presented by: Attorney Meredith Sayre & Shaun Murphy
|
|
- Dwayne Gallagher
- 6 years ago
- Views:
Transcription
1 Presented by: Attorney Meredith Sayre & Shaun Murphy
2 Agenda 1. History of Sexual Harassment 2. Sexual harassment judgments/eeoc Task Force 3. Organizational Culture, Prevention, Accountability 4. Creating policy and procedure on sexual harassment 5. Complaint Procedure 6. Compliance Training on Supervisory Responsibilities 7. Employee Education/Civility Training/Concerns about Backlash 8. Dating Guidelines 9. Other issues/suggestions 10. Summary 11. Questions/Thank you!
3 Unwelcome sexual advances. Requests for sexual favors. Other verbal or physical conduct of a sexual nature that affects an individual s employment, unreasonably interferes with his or her work performance, or creates an intimidating, hostile or offensive work environment. 3
4 The two forms of sexual harassment are: Quid pro quo (Latin for this for that or something for something ). Hostile work environment. 4
5 Quid Pro Quo: Tangible employment action against the victim. Involves monetary loss or change in job. Example: Mary Smith receives smaller pay increase based on performance than other employees with similar performance because she refused to go out with her supervisor, John Doe. 5
6 Hostile Work Environment: Speech or conduct that is severe and/or pervasive enough to create an abusive or hostile work environment. Example: Mike Maloney is leering at and intentionally brushing against Sally Davis. 6
7 Hostile Work Environment (cont.) In addition to speech and/or conduct, covers explicit or suggestive items that are ed, texted, electronically provided or displayed in the workplace that interfere with job performance or that create an abusive or hostile work environment. Example: Jill Jones texts and instant messages her co-workers with sexually explicit jokes and pictures. 7
8 Who can commit sexual harassment: Employees at all levels. Customers or vendors. Members of the same sex or opposite sex. Who can be a victim of sexual harassment: Individual or individuals targeted by statements or actions. Bystanders or witnesses not directly targeted. 8
9 1. Title VII of the Civil Rights Act of 1964 Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex and national origin In 1986, the U.S. Supreme Court held in the landmark case of Meritor Savings Bank v. Vinson that workplace harassment is an actionable form of discrimination prohibited by Title VII of the Civil Rights Act of The 1993 U.S. Supreme Court case Harris V. Forklift Systems. Inc. states Certainly Title VII bars conduct that would seriously affect a reasonable person s psychological well being, but the statute is not limited to such conduct. So long as the environment would reasonably be perceived, and is perceived, as a hostile or abusive there is no need for it also to be psychologically injurious (in order to find that it violates Title VII).
10 In 1998, the Supreme Court, in Faragher v. City of Boca Raton and Burlington Industries, Inc. v. Ellerth identified the circumstances in which employers will be held liable for acts of sexual harassment carried out by their supervisory personnel. The Court ruled that employers are liable when the sexual harassment has culminated in a tangible employment action directed against the harassed employee (i.e., employee is terminated or demoted after rejecting a supervisor's sexual advance). The Court further ruled that employers are permitted to establish an affirmative defense to the claim, if it can show no tangible action was taken against the harassed employee and two additional elements: (1) the employer had communicated and established an effective procedure for employees to seek redress from sexual harassment; and (2) the harassed employee failed to take advantage of this procedure. If an employer can show all of these elements, then it will not be held responsible for the sexual harassment by its supervisory personnel.
11 In the 1998 case of Oncale v. Sundowner Offshore Services, the Supreme Court unanimously ruled that sex discrimination consisting of same-sex sexual harassment is actionable under Title VII. The Court reiterated that the plaintiff must prove that there was discrimination because of sex and that the harassment was severe. Burlington Northern & Santa Fe (BNSF) Railway Co. v. White, 548 U.S. 53 (2006) is a sexual harassment and retaliatory discrimination case. The Supreme Court held that in order to prevail on a claim of retaliatory discrimination, plaintiff must show that a reasonable employee would have found the challenged action materially adverse, which in this context means it well might have dissuaded a reasonable worker from making or supporting a charge of discrimination.
12 2. EEOC Sexual Harassment Task Force Workplace Harassment Remains a Persistent Problem. Almost fully one third of the approximately 90,000 charges received by EEOC in fiscal year 2015 included an allegation of workplace harassment. In 2015, the Equal Employment Opportunity Commission ( EEOC ) formed a select task force to gain insight on how to prevent harassment in the workplace. The task force members reflected a broad range of experience and expertise. They consulted with a broad range of professionals and practitioners to gain insight on sexual harassment in the workplace. The focus of the task force was prevention.
13 EEOC Task Force Focus: 1. Organizational Culture, Leadership & Accountability 2. Prevention, Policies & Procedures 3. Compliance Training 4. Workplace Civility and Bystander Intervention Training 5. EEOC s own Outreach programs 13
14 Leadership and Accountability Are Critical. Workplace culture has the greatest impact on allowing harassment to flourish, or conversely, in preventing harassment. Top down. Workplace assessments. Devote sufficient resources to prevention efforts. Diversity and inclusion strategy. Accountability. 14
15 1. Need a policy (or policies) specific to harassment: a. Scope i. Sexual harassment ii. b. Options Other kinds of unlawful harassment (race, ethnicity, age, disability, etc.) i. One policy ii. Two linked policies 2. Include practical, customized examples a. Focusing on inappropriateness and not illegality b. Include both i. Obvious ii. Less obvious
16 3. Make clear the policy s application to: a. Electronic communications, including , text messages, social media, etc. b. Not only work but also off-duty but work-related events (and potentially event unrelated to work) c. Non-employees vendors, guests/clients, contractors, etc. 4. Refrain from behaviors that constitute unlawful harassment and other inappropriate conduct, even if not unlawful in and of itself.
17 Workplace Harassment Too Often Goes Unreported. Common workplacebased responses by those who experience sex-based harassment are to avoid the harasser, deny or downplay the gravity of the situation, or attempt to ignore, forget, or endure the behavior. 1. Make explicit complaint procedure is available to employees to use to raise concerns about: a. All kinds of unlawful harassment (or unacceptable conduct) [discrimination, retaliation and failure to accommodate, too] b. Conduct by employees and non-employees alike c. Experienced, witnessed or otherwise became aware of (bystander)
18 2. Point of contact a. Supervisory by-pass provision (minimum requirement) b. Multiple points of access (recommended) Department Head, Security, HR 3. Non-retaliation statement a. Who is covered b. What is prohibited c. Fact complaint lacks legal merit is not a defense 4. Confidentiality a. Important but not absolute b. Need to know basis - Keep it Confidential c. Can t control what others may reveal
19 5. Corrective actions a. Make clear applies not only to unlawful but also to inappropriate conduct, even if not unlawful in and of itself b. Include reference to discipline, up to and including termination of the employment or other relationship c. Discipline should be prompt and proportionate to the severity of the infraction. d. Discipline should be consistent e. Supervisors and Managers should be held accountable for preventing and/or responding to workplace harassment.
20 6. Dissemination (along with policy): a. Recipients i. All employees ii. New hires (on boarding process) b. Access i. Intranet ii. Hard copy Training: Annual Training for Employees Refresher for all employees: sign off on acknowledgement forms Annual Training specifically for Supervisors i.e. One on One, Classroom or Web based Training EEOC best practice Classroom Training if Web-based or recorded then a Facilitator present to answer questions Periodic Training by departments Monthly/Quarterly Meetings - suggested topic Tailor to your environment bulletin boards, s, etc.
21 Training Must Change. Much of the training done over the last 30 years has not worked as a prevention tool it s been too focused on simply avoiding legal liability. Training is most effective when tailored to the specific workforce and workplace, and to different cohorts of employees. Finally, when trained correctly, middle-managers and first-line supervisors in particular can be an employer s most valuable resource in preventing and stopping harassment. 1. Devote sufficient resources to training generally, and in particular to middle management and front line supervisors. 2. Training must cover how to respond effectively to harassment observed, harassment reported, or to which they have knowledge. 3. Respond proactively to possible unlawful harassment or other inappropriate conduct, even in the absences of a complaint (bystander).
22 4. All complaints of unlawful harassment or inappropriate conduct should be reported to HR. 5. Remedy unlawful harassment and other inappropriate conduct (even if not unlawful) proportionality. This may involve HR depending on nature or severity. 6. Refrain from unlawful retaliation (broadly defined). 7. Accountability a. Emphasize accountability for compliance. b. Standards for training apply equally to discrimination, retaliation and failure to accommodate.
23 Your role is the embodiment of the company 24/7 you re the company What a supervisor/manager does or doesn t do is the imputed to the company
24 1. Focus on: a. Right to be free from inappropriate/offensive behavior b. Responsibility to speak up if uncomfortable/offended 2. With regard to inappropriate behaviors: a. Define broadly b. Focus on inappropriateness, not illegality 3. With regard to responding to inappropriate behaviors: a. Direct confrontation i. Offer strategies ii. But make clear direct confrontation is an option, not requirement b. Complaint procedure i. Explain options in the complaint procedure ii. Stress non-retaliation and corrective actions
25 1. EEOC Select Task Force : Lack of civility as gateway drug to harassment 2. Employees covered by NLRB a. Prior NLRB rule b. Recent NLRB guidance 3. Establishing expectations for employees 4. Supervisors and above a. Identify risk situations b. Situational role plays c. Evaluation criterion
26 1. Avoid employees of opposite (or same) sex to avoid harassment claims 2. Avoidance may be unlawful discrimination 3. Must encourage and monitor: a. Social inclusion b. Mentoring c. Etc.
27 1. Risks in supervisor dating --- or attempting to date someone over whom he or she has direct or indirect supervisory or institutional authority a. Legal b. Employee relations 2. Approaches to risk 3. Be Cautious a. Dissuade in training b. Require report by supervisor to Human Resources c. Prohibit Can a company do this? Do you want to do this? a. Supervisor and direct report Quid pro Quo b. Peers
28 1. Training investigators 2. Identifying outside investigators 3. Developing rapid response plan 4. Considering culture surveys 5. Consider gender diversity at all levels and in particular senior levels
29 It s on Us. Harassment in the workplace will not stop on its own it s on all of us to be part of the fight to stop workplace harassment. EEOC Task Force final report also includes detailed recommendations and a number of helpful tools to aid in designing effective anti-harassment policies; developing training curricula; implementing complaint, reporting, and investigation procedures; creating an organizational culture in which harassment is not tolerated; ensuring employees are held accountable; and assessing and responding to workplace risk factors for harassment EEOC Chart of Risk Factors EEOC Checklists for Employers 29
30 Thank you! 30
Executive Anti-Sexual Harassment Overview
Executive Anti-Sexual Harassment Overview Rob Dibble - Facilitator Ace Learning and Consulting Your Success is in the Cards! 1 Who am I? Rob Dibble Learning and Development for nearly 20 years Wachovia,
More informationThis page intentionally left blank for duplex printing
This page intentionally left blank for duplex printing Table of Contents Learning Objectives... 1 Introduction... 2 Reflection Activity 1... 2 Responsibilities and Liabilities for Sexual Harassment...
More informationHarassment and Discrimination Training For Non-Supervisory Employees July 2013
Harassment and Discrimination Training For Non-Supervisory Employees July 2013 At the close of this session, you will be able to: Explain what harassment and discrimination is. State why it is important
More informationHarassment and Hostile Workplace: What HR Directors Need to Know* prepared for
Harassment and Hostile Workplace: What HR Directors Need to Know* prepared for presented by Jonathan A. Segal, Esq. Jonathan_HR_Law * No statements made in this seminar or in the PowerPoint or other materials
More informationUAB Supervisor Resource Guide Harassment Prevention. UAB is committed to maintaining our campus culture of respect, professionalism, and civility.
UAB Supervisor Resource Guide Harassment Prevention UAB is committed to maintaining our campus culture of respect, professionalism, and civility. In this Guide ABOUT THIS GUIDE... 2 DEFINING HARASSMENT...
More informationSexual Harassment in the Workplace. December 14, 2017 Baird Holm, Omaha, NE
Sexual Harassment in the Workplace December 14, 2017 Baird Holm, Omaha, NE This page intentionally left blank. Workplace Harassment Kelli P. Lieurance Sara A. McCue Background Workplace harassment remains
More informationNEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE
NEW JERSEY STATE POLICY PROHIBITING DISCRIMINATION IN THE WORKPLACE I. POLICY a. Protected Categories The State of New Jersey is committed to providing every State employee and prospective State employee
More information~ WORKERS RIGHTS CLINIC ~ The Minimum Wage. When should you receive more than the minimum wage?
The Minimum Wage In AZ, the minimum wage is $10.50/hr. Almost all workers in Arizona have the right to receive the minimum wage. Your immigration status doesn t matter at all. When should you receive more
More informationDefining and Addressing a Community Concern
Defining and Addressing a Community Concern I. WHY IS SEXUAL HARASSMENT A COMMUNITY CONCERN? We cannot tolerate harassment of any member of our community. When sexual harassment occurs, it degrades the
More informationRISK CONTROL SOLUTIONS
RISK CONTROL SOLUTIONS A Service of the Michigan Municipal League Liability and Property Pool and the Michigan Municipal League Workers Compensation Fund HARASSMENT IN THE WORKPLACE SEXUAL HARASMENT REDUCING
More informationSexual Harassment for the HR Professional
Sexual Harassment for the HR Professional We highly recommend that you download the slides prior to the webinar at http://ow.ly/mj25s (case sensitive) Don Phin, Esq. VP, Strategic Business Solutions This
More informationTraining Module for Supervisors and Managers
Training Module for Supervisors and Managers Define Harassment and offensive behaviors that can be considered harassment. Explain the statutory regulations and legal background of Sexual & Unwanted Harassment.
More informationEqual Employment Opportunity and Anti-Discrimination / Anti-Harassment Policy
Equal Employment Opportunity and Anti-Discrimination / PURPOSE: Anti-Harassment Policy Albany Public Library (the Library ) is an equal opportunity employer. It is also a primary focus of the Library to
More informationLincoln Financial Group Equal Employment Opportunity, Discrimination & Harassment Policies
Lincoln Financial Group Equal Employment Opportunity, Discrimination & Harassment Policies The Company and its business units are committed to a policy of Equal Employment Opportunity. Discrimination or
More informationJune 1, 2000 January 27, 2004; March 21, 2005; July 1, 2007; February 15, 2008; May 04, 2009
I. POLICY 1. CBRE, Inc., referred to herein as CBRE or the Company, is committed to providing its employees with a work environment free from unlawful bias, discrimination and harassment and to promoting
More informationHEADQUARTES MARINE CORPS EEO OFFICE ON-LINE TRAINING PREVENTION OF SEXUAL HARASSMENT
HEADQUARTES MARINE CORPS EEO OFFICE ON-LINE TRAINING PREVENTION OF SEXUAL HARASSMENT HOW DOES THE ON-LINE TRAINING WORK? This PowerPoint presentation training will take less than 30 minutes to complete.
More informationHARASSMENT POLICY. Policy Number 202 Page 1 of 5
Page 1 of 5 Policy: It is the policy of Lee County to provide and maintain a work environment free from harassment. Lee County maintains a strict policy of prohibiting harassment based upon race, sex,
More information#METOO: KEEPING EMPLOYEES SAFE AND FREE FROM INAPPROPRIATE WORKPLACE CONDUCT MARK WILETSKY HOLLAND & HART LLP MARCH 8, 2018
#METOO: KEEPING EMPLOYEES SAFE AND FREE FROM INAPPROPRIATE WORKPLACE CONDUCT MARK WILETSKY HOLLAND & HART LLP MARCH 8, 2018 TODAY S PRESENTER Mark Wiletsky, Labor and employment partner 2 TODAY S AGENDA
More informationPRECISION DRILLING CORPORATION HUMAN RESOURCES HR 15 - HARASSMENT, DISCRIMINATION AND RETALIATION POLICY UNITED STATES
PRECISION DRILLING CORPORATION HUMAN RESOURCES HR 15 - HARASSMENT, DISCRIMINATION AND RETALIATION POLICY UNITED STATES TABLE OF CONTENTS 1 Scope... 3 2 Purpose... 3 3 Definition of Harassment... 3 4 Compliance...
More informationPR Non-Discriminatory Work Environment 2. Sexual Harassment
PR 4.05.1 1. Non-Discriminatory Work Environment 2. Sexual Harassment NOTICE Employees' Right to Non-Discriminatory Work Environment Indiana Harbor Belt Railroad Company's Policy, as well as federal, state
More informationB. Victims May be male or female, and do not have to be the opposite sex of the harassers. Victims may be anyone offended by the conduct.
Sexual Harassment I. Purpose PERSONNEL: Conduct Sexual harassment is a form of prohibited discrimination and an unlawful employment practice. Employees and supervisors are required to report sexual harassment
More informationNORTH CAROLINA AGRICULTURAL AND TECHNICAL STATE UNIVERSITY UNLAWFUL WORKPLACE HARASSMENT PREVENTION
Unlawful Workplace Harassment page 1 NORTH CAROLINA AGRICULTURAL AND TECHNICAL STATE UNIVERSITY SEC. III-Equal Employment Opportunity 1.0 UNLAWFUL WORKPLACE HARASSMENT PREVENTION 1. POLICY STATEMENT ADMINISTRATIVE
More informationCity of Racine Harassment and Retaliation Policy
Issue Date: March 10, 2006 City of Racine Harassment and Retaliation Policy Revision(s): 6/0/08; 4/20/12 Pages: 7 Policy Source: Wisconsin Statutes, sect. 111.31 111.39; Title VII of the 1964 Civil Rights
More informationALLEGHENY COUNTY DEPARTMENT OF HUMAN RESOURCES POLICIES AND PROCEDURES
ALLEGHENY COUNTY DEPARTMENT OF HUMAN RESOURCES POLICIES AND PROCEDURES ANTI DISCRIMINATION-HARASSMENT-RETALIATION POLICY AND COMPLAINT AND REPORT PROCEDURE Policy #202 Date Issued: February 1, 2005 Page
More informationDISCRIMINATION/HARASSMENT POLICY
I. PURPOSE A. To ensure that all employees of Salinas Valley Memorial Hospital ( SVMH ) are treated fairly and equitably related to behavior in the workplace; to outline the definitions and descriptions
More informationWorkplace & Sexual Harassment What You Need to Know. Presented by: Jonna Contacos-Sawyer, D.B.A. SPHR, CCP, SHRM-SCP SM HR Consultants, Inc.
Workplace & Sexual Harassment What You Need to Know Presented by: Jonna Contacos-Sawyer, D.B.A. SPHR, CCP, SHRM-SCP SM HR Consultants, Inc. Effects of Harassment in the Workplace Decreased Productivity
More informationSexual Harassment Policy American Arab Anti Discrimination Committee (ADC)
Sexual Harassment Policy American Arab Anti Discrimination Committee (ADC) The American Arab Anti Discrimination Committee (ADC) is committed to a work environment in which all individuals are treated
More informationWorkplace Harassment Awareness, Prevention & Response
Workplace Harassment Awareness, Prevention & Response Presented by: Kit Goldman & Memo Mendez Workplace Training Network We re proud to offer a full circle solution to your HR needs. BASIC offers collaboration,
More informationWASHOE COUNTY. Washoe County Policy Against Discrimination, Harassment And Retaliation
WASHOE COUNTY Washoe County Policy Against Discrimination, Harassment And Retaliation I. POLICY A. Prohibited Conduct B. Sexual Harassment Is Prohibited C. No Retaliation D. Violations of This Policy E.
More informationPaychex HR Services Client Seminar
Paychex HR Services Client Seminar Information for Employees Non Harassment TABLE OF CONTENTS Learning Objectives...3 What s the Big Deal?...4 Defining Discrimination...5 The Relationship Between Discrimination
More informationEmployer Challenges in a #MeToo World. Michael Kraft
Employer Challenges in a #MeToo World Michael Kraft 309.674.1133 mkraft@quinnjohnston.com What is the #MeToo World? Is It Really Any Different? Acting Chair of the EEOC Acting Chair of the EEOC notes that
More information~ TUCSON IMMIGRANT WORKERS PROJECT ~ The Minimum Wage. When should you receive more than minimum wage?
The Minimum Wage In AZ, the minimum wage is $8.05/hr. Almost all workers in Arizona have the right to receive the minimum wage, $8.05. It is not dependent on immigration status. The only exceptions to
More informationCOUNTY OF ORANGE EQUAL EMPLOYMENT OPPORTUNITY and ANTI-HARASSMENT POLICY AND PROCEDURE (Board Resolution )
COUNTY OF ORANGE EQUAL EMPLOYMENT OPPORTUNITY and ANTI-HARASSMENT POLICY AND PROCEDURE (Board Resolution ) This policy and procedure shall be known as the County of Orange Equal Employment Opportunity
More informationDEPARTMENT OF THE TREASURY. Sexual Harassment '5: John Schroder J State Treasurer
DEPARTMENT OF THE TREASURY POLICY & PROCEDURE MEMORANDUM #11 EFFECTIVE DATE: SUBJECT: AUTHORIZATION: January 1, 2000; March 11, 2003; (Revised May 23, 2018) Sexual Harassment John Schroder J State Treasurer
More informationLegal Briefs. Harassment and Discrimination. Participant s Desk Reference. Legal Briefs. Employment Law Training Series
Legal Briefs Harassment and Discrimination Participant s Desk Reference Legal Briefs Employment Law Training Series Harassment and Discrimination: Promoting Respect and Preventing Discrimination Participant
More informationSexual Harassment in the Workplace
Sexual Harassment in the Workplace Susie Gibbons Poyner Spruill LLP Poyner Spruill LLP Remarkably Bright Solutions Over the past year, more than 200 powerful people celebrities, politicians, CEOs, and
More informationDISCRIMINATION, HARASSMENT, AND RETALIATION
DISCRIMINATION, HARASSMENT, AND RETALIATION AWARENESS AND PREVENTION Devon D. Sharp and Matt W. Holley Munsch Hardt Kopf & Harr, P.C. July 29-30, 2014 First.Why Is This Important? Why are you having to
More informationSexual Harassment Defenses in Hawaii How has #MeToo Impacted Hawaii and What You Can Do to Stay Out of the News. Kendra K. Kawai
Sexual Harassment Defenses in Hawaii How has #MeToo Impacted Hawaii and What You Can Do to Stay Out of the News Kendra K. Kawai The Origin of the #MeToo Campaign The Me Too campaign was originally started
More informationSexual Harassment Prevention
Sexual Harassment Prevention Introduction Disclaimer: Any and all information contained herein shall not be construed as legal advice and, accordingly, you should consult with your own attorneys when developing
More informationLegal Issues in Human Resources Management
Legal Issues in Human Resources Management Equal Employment Opportunity ADA Sexual Harassment 1 Some key terms : Understand meaning & application EEO Undue hardship Prejudice Reasonable accommodation Discrimination:
More informationCOUNTY OF EL DORADO, CALIFORNIA BOARD OF SUPERVISORS POLICY
E-5 1 of 9 I. PURPOSE II. The purpose of this policy is to establish the County of El Dorado s commitment to provide a work environment free from unlawful discrimination, harassment, and retaliation; to
More informationCODE OF CONDUCT ON SEXUAL HARASSMENT CODE OF CONDUCT
CODE OF CONDUCT ON SEXUAL HARASSMENT 2018 CODE OF CONDUCT Employers have a legal and contractual obligation to maintain a workplace free from sexual harassment. SAG-AFTRA is committed to holding employers
More informationEEO regulatory and Reporting
EEO regulatory Compliance and Reporting 800-556-3009 www.careertrack.com DISCLAIMER: The principles and suggestions in this handout and the EEO REGULATORY COMPLIANCE AND REPORTING webinar are presented
More informationCOUNTY OF ALBEMARLE PERSONNEL POLICY
COUNTY OF ALBEMARLE PERSONNEL POLICY EEOC POLICY STATEMENT INCLUDING SEXUAL HARASSMENT POLICY A. Generally The policies contained in this section set forth provisions for initial and continuous employment
More informationStatement of Nooshin Nathan Chief Talent Officer Los Angeles County Museum of Natural History Foundation
Introduction Statement of Nooshin Nathan Chief Talent Officer Los Angeles County Museum of Natural History Foundation Submitted to Joint Committee on Rules Subcommittee on Sexual Harassment Prevention
More informationEMPLOYER LIABILITY FOR NON-EMPLOYEE SEXUAL HARASSMENT
87 EMPLOYER LIABILITY FOR NON-EMPLOYEE SEXUAL HARASSMENT John Hoft, Columbus State University Neal F. Thomson, Columbus State University CASE DESCRIPTION The primary subject matter of this case sexual
More informationEASTMAN KODAK COMPANY EQUAL OPPORTUNITY EMPLOYMENT POLICY (EOE)
EASTMAN KODAK COMPANY EQUAL OPPORTUNITY EMPLOYMENT POLICY (EOE) GLOBAL POLICY STATEMENT ON FAIR TREATMENT OF EMPLOYEES This statement applies to all Kodak employees and all employees of wholly-owned subsidiaries,
More informationWhat California Employers Need to Know About April 1, 2016 DFEH AMENDMENTS AND REGULATIONS
What California Employers Need to Know About April 1, 2016 DFEH AMENDMENTS AND REGULATIONS Welcome Business & People Strategy Consulting Group Free Webinar Series Labor, Employment & HR Laws and Practices
More informationFRESNO COUNTY OFFICE OF EDUCATION PROHIBITION OF EMPLOYEE HARASSMENT: DISCRIMINATION, PHYSICAL, GENDER, PSYCHOLOGICAL AND/OR SEXUAL HARASSMENT
FRESNO COUNTY OFFICE OF EDUCATION PROHIBITION OF EMPLOYEE HARASSMENT: DISCRIMINATION, PHYSICAL, GENDER, PSYCHOLOGICAL AND/OR SEXUAL HARASSMENT STANDARD OPERATION PROCEDURE #1316 Effective: April 7, 1997
More informationCONFIRMATION OF TRAINING FOR DISCRIMINATION AND HARASSMENT
CONFIRMATION OF TRAINING FOR DISCRIMINATION AND HARASSMENT By signing this document, I confirm that I participated in a training session regarding Discrimination and Harassment, including Sexual Harassment,
More informationBAILLY International. International Services for household goods and personal effects
BAILLY International Corporate Social Responsibility Policy & Procedure Version 2016 International Services for household goods and personal effects Page 1 of 6 We at BAILLY understand that our organization,
More informationPreventing Sexual Harassment
Preventing Sexual Harassment Presented by: Erin Frazier Rice, J.D. What is Harassment and Why Do We Care? Equal opportunity Why Are we Still Talking About it? Federal Agency obtains $900,000 for workers
More informationEMPLOYMENT DISCRIMINATION
EMPLOYMENT DISCRIMINATION Equal Employment Opportunity Commission (EEOC): The federal agency charged with enforcing Title VII of the Civil Rights Act of 1964 and other federal statutes and regulations
More informationCity of Harlingen 219 Personnel Policy Manual Revised 04/07/04 Page 1 of 3
Revised 04/07/04 Page 1 of 3 I. PURPOSE The City of Harlingen is committed to providing a work environment which is free of unlawful harassment and intimidation. This policy applies to all City employees,
More informationNO JOKE APRIL 1, 2016 CHANGES TO FEHA CREATE MORE LIABILITIES FOR EMPLOYERS
NO JOKE APRIL 1, 2016 CHANGES TO FEHA CREATE MORE LIABILITIES FOR EMPLOYERS Starting on April 1, 2016, employers will face more stringent responsibilities in the workplace, as new regulations will go into
More informationPERSONNEL POLICY AND PROCEDURE
CARROLS CORPORATION Syracuse, New York PERSONNEL POLICY AND PROCEDURE Subject: PREVENTING & ELIMINATING Instruction No: 105 SEXUAL HARASSMENT Effective Date: 01/18/13 Supersedes: 6/1/99 Supersedes: 5/7/12
More informationQuestions And Answers. Conducting Effective Internal Investigations
Questions And Answers Conducting Effective Internal Investigations Kevin J. Smith and Lindsay R. Colvin Stone Conducting internal investigations in the wake of an employee complaint can be an overwhelming
More informationSELECT EMPLOYMENT POLICIES
SELECT EMPLOYMENT POLICIES Boehringer Ingelheim Vetmedica, Inc. These Company Policies and Procedures are provided by the Company for information purposes only. They do not represent the entire policies
More informationManaging Workplace Harassment: 2017 Trends and What Employers Should Know
Managing Workplace Harassment: 2017 Trends and What Employers Should Know Managing Workplace Harassment: 2017 Trends and What Employers Should Know As employers look ahead and plan for the rest of 2017,
More informationThe section regarding EEO Counselors is being revised. Please contact the EEO Office for further information.
3.000 Equal Employment Opportunity - Departmental Roles and Responsibilities The Director establishes policies on nondiscrimination and is responsible for the overall implementation of the departmental
More informationPREVENTING HARASSMENT: Creating A Positive Workplace (in Office Settings)
PREVENTING HARASSMENT: Creating A Positive Workplace (in Office Settings) This easy-to-use Leader s Guide is provided to assist in conducting a successful presentation. Featured are: INTRODUCTION: A brief
More informationDiscrimination Paper. HRM320: Employment Law. Prof. [name] DeVry University. Your Name. Discrimination Paper
Discrimination Paper HRM320: Employment Law Prof. [name] DeVry University Your Name Discrimination Paper Laws have been the shield of the weak, i.e. they have been created to protect those treated unfairly.
More informationWHO WOULD DO THAT? PREVENTING SEXUAL HARASSMENT IN THE WORKPLACE
WHO WOULD DO THAT? PREVENTING SEXUAL HARASSMENT IN THE WORKPLACE Presented by: Ruth Baylis, Mercer PeoplePro Kathleen Huggins, Mercer PeoplePro MERCER 2017 1 HOUSEKEEPING MERCER 2017 2 HOUSEKEEPING Certificates
More informationPromoting Workplace Respect and Preventing Harassment
Promoting Workplace Respect and Preventing Harassment What Employers Need To Know Presented By: Adrienne Schleigh SHRM-SCP Consultant Services supervisor HR Works is not engaged in rendering legal services.
More informationEmployee s Guide to Understanding, Preventing, and Reporting Harassment
Employee s Guide to Understanding, Preventing, and Reporting Harassment December 2008 Dear Postal Service Employee: The United States Postal Service wants you to know that harassment based on race, color,
More informationHarassment, Sexual Harassment, Discrimination, and Retaliation
Palm Beach State College Board Policy TITLE Harassment, Sexual Harassment, Discrimination, and Retaliation NUMBER 6Hx 18 5.86 LEGAL AUTHORITY DATE ADOPTED/AMENDED 1001.64 FS, 1001.65 FS, The Americans
More informationNONDISCRIMINATION & ANTI-HARASSMENT POLICY
NONDISCRIMINATION & ANTI-HARASSMENT POLICY Table of Contents Nondiscrimination & Anti-Harassment Policy... 1 College Policy on Nondiscrimination... 1 Key Definitions... 1 Discrimination... 1 Harassment...
More informationPreventing Harassment in Your Restaurant Presented by Jennifer L. Santa Maria (Ogletree) Rudy Miick (The Miick Companies, LLC)
Preventing Harassment in Your Restaurant Presented by Jennifer L. Santa Maria (Ogletree) Rudy Miick (The Miick Companies, LLC). 2017, Ogletree, Deakins, Nash, Smoak & Stewart, P.C. ogletree.com Harassment
More informationType Company Name Here
Type Company Name Here Type Company Name Here SEXUAL HARASSMENT POLICY DEFINITION OF SEXUAL HARASSMENT According to the Illinois Human Rights Act, sexual harassment is defined as: Any unwelcome sexual
More informationEquality, Diversity and Dignity Policy
Equality, Diversity and Dignity Policy This document articulates operational and performance guidance for Northgate Information Solutions companies, employees and business partners. This Policy does not
More informationMinnesota House of Representatives POLICY AGAINST DISCRIMINATION AND HARASSMENT
Minnesota House of Representatives POLICY AGAINST DISCRIMINATION AND HARASSMENT Adopted by the House Committee on Rules and Legislative Administration, Approved February 21, 2001 Revised June 4, 2008 This
More informationINVESTIGATING EMPLOYEE DISPUTES
INVESTIGATING EMPLOYEE DISPUTES Association of County Administrators of Alabama Annual Conference May 12, 2016 Jamie H. Kidd Webb & Eley, P.C. Post Office Box 240909 Montgomery, Alabama 36124 Telephone:
More informationEqual Opportunities Policy
Equal Opportunities Policy Statement of policy and purpose of policy 1. E.J Specialists Ltd is committed to equal opportunities for all members of staff. 2. It is our policy that all employment decisions
More informationAAIM Non-Discrimination Policy
EQUAL EMPLOYMENT OPPORTUNITY The Alliance Against Intoxicated Motorists provides equal employment opportunity to all applicants and employees without regard to race, color, religion, sex, national origin,
More informationNew FEHA Regulations: Best Practices for Employers Phyllis W. Cheng Partner DLA Piper LLP (US) 1
Phyllis W. Cheng Partner DLA Piper LLP (US) 1 Session Objectives Effective April 1, 2016, new amendments to the FEHA Employment Regulations became effective (Cal. Code Regs., tit. 2, 10500 et seq.) Objectives:
More informationDiscrimination, Retaliation and Employee Leaves of Absence:
presents Discrimination, Retaliation and Employee Leaves of Absence: A Primer for Employers May 9, 2007 Program Agenda Discrimination & retaliation overview and update Margaret H. Paget Reasonable accommodation
More informationThe 10,000 Ft. View of Workplace Sexual Harassment for CA Employers WHAT CALIFORNIA EMPLOYERS NEED TO KNOW
The 10,000 Ft. View of Workplace Sexual Harassment for CA Employers WHAT CALIFORNIA EMPLOYERS NEED TO KNOW Agenda Sexual Harassment Defined Common Examples of Sexual Harassment in the Workplace Statistics
More informationThis document covers the following topics.
Overview Purpose The County of Sacramento is committed to maintaining a work environment that is free from discrimination. This policy: defines and provides examples of the conduct that is prohibited summarizes
More informationSexual Harassment Policy. The Open Stories Foundation
Sexual Harassment Policy The Open Stories Foundation March 22, 2018 Table of Contents Executive Summary... 2 The Need for a Sexual Harassment Policy... 4 Definition of Sexual Harassment... 6 Avenues for
More informationPREVENTING DISCRIMINATION, LEAVE, AND HARRASSMENT LAWSUITS
PREVENTING DISCRIMINATION, LEAVE, AND HARRASSMENT LAWSUITS Participant Notebook PRESENTED BY ROCKHURST WEB CONFERENCE SERIES, A DIVISION OF ROCKHURST UNIVERSITY CONTINUING EDUCATION CENTER, INC. Copyright
More informationRespectful Workplace and Harassment Prevention
POLICY: POLICY NUMBER: Pending Respectful Workplace and Harassment Prevention APPROVED BY: Executive Council EFFECTIVE DATE AS OF: June 14, 2016 PREVIOUS/REPLACES: Harassment BJN, BJN-P (Procedures), Harassment,
More informationWorkplace Discriminatory and Sexual Harassment Prevention
z Adoption Date: Revision Date: April 2002 January 2018 Reference #: BRD - 08 Category: Human Resources 1. PURPOSE Workplace Discriminatory and Sexual Harassment Prevention This policy is intended to:
More informationLegal Issues in Human Resources Management
Legal Issues in Human Resources Management Mia Belk Counsel Office of the General Counsel December 1, 2011 1 Be prepared Overview Five basic steps to remember Labor & employment hot spots Settlements 2
More informationSlide 1. Slide 2. Slide 3. Equal Employment Opportunity: And Affirmative Action. Equal Pay Act Title VII of the Civil Rights Act of 1964
1 Equal Employment Opportunity: And Affirmative Action Chapter 3 1 2 Equal Pay Act - 1963 Prohibits pay discrimination based on gender when employees do substantially the same work. Allows for pay difference
More informationEQUALITY, DIVERSITY AND DIGNITY POLICY January 2017
EQUALITY, DIVERSITY AND DIGNITY POLICY www.ngahr.com Document Control Document Information INFORMATION Document Id Equality, Diversity and Dignity Policy Document Owner SVP, Human Resources Document Author
More information3/3/2017. Preventing Unlawful Discrimination. Why Prevention is so Important. wafla Labor Conference February 23, 2017
Preventing Unlawful Discrimination wafla Labor Conference February 23, 2017 Rita Lovett Jeffers Danielson Sonn & Aylward, PS Why Prevention is so Important Because treating employees in a non-discriminatory
More information2/19/2018. Dealing with Office Romance From Non-Fraternization Policies to Workplace Violence. Luther Wright, Jr. Presented by: Ogletree Deakins
Dealing with Office Romance From Non-Fraternization Policies to Workplace Violence Presented by: Luther Wright, Jr. Ogletree Deakins 1 Workplace Romance by the Numbers Workplace Romance by the Numbers
More informationLearning Objectives. After you have read this chapter, you should be able to:
ROBERT L. MATHIS JOHN H. JACKSON Chapter 5 Managing Equal Employment and Diversity Presented by: Prof. Dr. Deden Mulyana, SE.,M,Si. SECTION 2 Staffing the Organization Learning Objectives After you have
More informationManaging Equal Employment and Diversity
ROBERT L. MATHIS JOHN H. JACKSON Chapter 5 Managing Equal Employment and Diversity Presented by: Prof. Dr. Deden Mulyana, SE.,M,Si. SECTION 2 Staffing the Organization Learning Objectives After you have
More informationMemo to Employers: Take the Dozen Steps Necessary to Prevent Sexual Harassment Claims
Memo to Employers: Take the Dozen Steps Necessary to Prevent Sexual Harassment Claims By: David R. Johnson, Esquire THOMSON, RHODES & COWIE, P.C. Tenth Floor, Two Chatham Center Pittsburgh, PA 15219 (412)
More informationChapter 2. Equal Employment Opportunity. Multiple Choice. 1. Which of the following is not a basis for protection under federal laws?
Chapter 2 Equal Employment Opportunity Multiple Choice 1. Which of the following is not a basis for protection under federal laws? a. military experience b. age c. gender d. sexual orientation ANSWER:
More informationThis Webcast Will Begin Shortly
This Webcast Will Begin Shortly If you have any technical problems with the Webcast or the streaming audio, please contact us via email at: webcast@acc.com Thank You! Bolstering Your Preventative Practices
More informationAddressing Sexual Harassment
Addressing Sexual Harassment A Critical Step towards the elimination of unfair discrimination in the workplace 1 Introduction Sexual Harassment as a form of discrimination What is sexual harassment Why
More informationLegal Issues Overview
Legal Issues Overview When in the least bit of doubt, consult with an attorney who specializes in employment law! You and your organization can be sued for your actions as an HR manager! Protected Class:
More informationEqual Opportunities Policy
Equal Opportunities Policy Statement of policy and purpose of policy 1. Dan Roberts Group (the Employer) is committed to equal opportunities for all staff and applicants. 2. It is our policy that all employment
More informationSubject: Equal Employment Opportunity and Affirmative Action Policy
Tufts Medical Center Hospital-Wide Policy Subject: Equal Employment Opportunity and Affirmative Action Policy File Under: Human Resources Policy Manual (HRP), Policy #A3 Issuing Department: Human Resources
More informationEQUAL EMPLOYMENT POLICY AND AFFIRMATIVE ACTION PLAN
EQUAL EMPLOYMENT POLICY Adopted by the City Council: January 18, 2005 Effective: January 18, 2005 Resolution No. 2005-06 INTRODUCTION The City of Ashland fully supports the concepts and practices of Affirmative
More informationHARASSMENT POLICY, PROCEDURES, AND RELATED CONSIDERATIONS
HARASSMENT POLICY, PROCEDURES, AND RELATED CONSIDERATIONS 1.0 Purpose. Heartland Community College (the College ) is committed to maintaining a working and learning environment that is free from all forms
More informationHiring, Firing and Everything in Between
Hiring, Firing and Everything in Between Iowa Credit Union League Convention September 17, 2015 CUNA Mutual Group Proprietary Reproduction, Adaptation or Distribution Prohibited 2014 CUNA Mutual Group,
More informationLegal Issues Overview
Legal Issues Overview When in the least bit of doubt, consult with an attorney who specializes in employment law! You and your organization can be sued for your actions as an HR manager! Protected Class:
More information